Disqus - Latest Comments for yuyudin

Re: Learning from Columbus: Effective Leadership Skills

yuyudin — Thu, 02 Feb 2012 01:26:13 -0000

They're listed in bold Blaopi. :-)

Re: When Humor Isn't Funny

yuyudin — Sun, 02 Oct 2011 11:31:01 -0000

It's like marketing gone wild. Some of this is like using someecards.com to market the wrong product to the wrong audience. Humor also is defined differently in different cultures. It's always a good idea to check with someone or even a couple of folks who are part of your regular 'focus group' before you post anything -- especially if you're responsible for a brand. That's why you need to train from your interns to your CEO, and even the board.

Re: When Humor Isn't Funny

yuyudin — Sun, 02 Oct 2011 11:14:04 -0000

I don't think Dingbats read the Onion - nor care to know. If all the world's leaders were that cool we wouldn't be in the mess that we're in.

Re: 5 Things Your Business Should Never Pay For

yuyudin — Mon, 26 Sep 2011 08:21:48 -0000

Paying for reviews are totally unethical not to mention borderline illegal. If your product or service is awesome, your fans will always give you good reviews. Period. For customer reviews FCC guidelines here: http://www.ftc.gov/opa/2009... would help, too.

Re: Gautam Ghosh on Organizations 2.0: HR and that question again

yuyudin — Tue, 06 Sep 2011 01:02:22 -0000

HR pros know HR is important, business leaders working within the HR industry knows HR is important, a lot of really cool and progressive managers know HR is important but the challenge with HR, especially in India is that its importance is not spotlighted. It's not sexy like 'technology' no matter even if the developer ends up copy pasting code for the first 5 years of his/her work-life. The irony is, this debate goes on around the world, not just in India - the difference is, HR is becoming a strong industry in itself in the west and southeast asians are still talking about it.

I've heard and read about this discourse so many times. When do you think HR pros will say "Enough is enough, let's do something about it?"

Re: Cross-Cultural Communication - Training is Key

yuyudin — Sat, 03 Sep 2011 01:45:53 -0000

Well said Deborah. There are certain themes, issues that will always be universal - no matter what the culture is. Thanks for the comment!

Re: HR In India Really Don't Give A Damn?

yuyudin — Mon, 29 Aug 2011 08:23:54 -0000

This comment just in via Ian:
Hi Yu Yu:
I agree that HR has to market itself better, but there are two sides to the proactive-reactive issue. Being proactive is not enough – proactive has to be focused on the right things. I recently wrote a blog post on this subject.

I believe HR loses credibility by being non-strategically proactive. For example, reading about some fashionable HR trends and being proactive in trying to implement them, but more for the sake of it rather than any business need – trying to appear progressive, but not in a helpful way.

I believe many of the people who drift into HR are more likely to focus on unhelpful proactive issues because they are not very good at handling reactive issues and maybe not comfortable with interactive people issues.

I know the frustration of CEO’s with HR people just playing around with silly initiatives (although proactive) that, in the CEO’s opinion, show their “head is in the sky” and they are not tackling or handling real business issues and needs.

I believe being strategically reactive is the first major challenge of an HR professional and can gain credibility of internal clients if handled well. Being strategically reactive implies, of course, that whenever possible a proactive approach is taken in dealing with the reactive situation. Resolving the issue in the present and contributing to the future at the same time.

Just some thoughts.

Ian

Re: HR In India Really Don't Give A Damn?

yuyudin — Mon, 29 Aug 2011 05:33:42 -0000

HR pros really need to market themselves a lot better than they do now -- particularly in India. HR also tends to be reactive instead of being pro-active, frustrating a lot of managers who really want to work with them. It's a vicious cycle really, those who are really proactive are met with a tremendous amount of resistant from traditionally run organizations. So, HR teams end up doing just enough and not push for initiatives. And because they are not 'innovative' in the eyes of the management, they are placed in a process driven function rather than really being empowered. Business leaders and management in these companies need to re-think the way they do things especially if they really want to compete at the global level. It is a tough challenge for any team if folks are not happy and satisfied or blame HR for their lack of leadership.

Re: HR In India Really Don't Give A Damn?

yuyudin — Mon, 29 Aug 2011 05:24:04 -0000

Grievance cells, training, and compliance teams are all aspects of HR that's really really important. You need them depending on what type of an organization you're running and which industry you are in. Some will have a more focused industrial relations arm because they're in the manufacturing business. Although, industrial relations can also be applied to technology firms. I remember back in the late 90s/early 2000s in the States there was talk of unionizing developers/tech workers. They would've probably gone ahead if there wasn't enough programs by corporates to keep their employees happy. HR just happens to be an easy target because folks think it's HR's fault when things don't workout with their employer.

Re: HR In India Really Don't Give A Damn?

yuyudin — Mon, 29 Aug 2011 05:16:06 -0000

HR pros also need to stand up and change the perception of their departments. It's just really sad to see a major news .com site publish such articles. Thank you for your comment.

Re: Marketing HR to Ourselves – The First Step in Convincing Others

yuyudin — Mon, 11 Jul 2011 01:42:04 -0000

Živojin,
Thank you for your valuable input. You're right in saying that effective HRM is an international challenge -- it is more prevalent today as everyone is effected by globalisation. Your idea is really interesting about regional groups -- have you seen the HR group on LinkedIn? They already have regional groups -- it can be a great start to this initiative.

Re: Top 10 Signs of Employee Attrition

yuyudin — Thu, 09 Jun 2011 06:01:44 -0000

Hey Pammi, thank you for the comment. I think Gen Xers looked at their parents and figured it's no use sticking around a company or an organization for your whole life. 2-3 years is also pretty much the norm. Nowadays, I see people jumping within 6-8 months as long as they have other offers. It really depends on the company, the culture, and whether they see themselves growing. Since you're also in senior management, please share some tips if you have.

Re: Bring Employee Engagement Back with HR Software

yuyudin — Fri, 20 May 2011 08:15:25 -0000

Luckily, EmployWise(TM) is an HR software you can use without installing anything. All the bugs are tracked from our automated service tickets to be resolved within 24-72 hours depending on the nature of the bug.

Re: 5 Ways to Ban Monday Blues in Your Office

yuyudin — Tue, 17 May 2011 00:42:49 -0000

Engaged employees certainly will help take away 'Monday Blues', too. (Just wanted to address your comment on Twitter.) I've also found in my experience that if there are bagels or any sort of breakfast food to a meeting it tends to start on time. :-)

Re: The Importance of Providing the Right Interview Environment

yuyudin — Tue, 17 May 2011 00:28:18 -0000

Hi Ed, thank you for visiting. I feel the same way, there's a lot of literature out there for interviewees but not the interviewers, even for managers, we really need to know this stuff so we know how to handle things.

Re: The Roots of Big Corruption are in Business, Not Politics

yuyudin — Fri, 13 May 2011 04:30:28 -0000

I think India has a large enough market for the big boys like Tata, Reliance, Birla etc. to grow. You don't think they're addressing the white spaces that are much needed, that the little guys will not be able to fill? I think businesses are over taking education, water, medical care etc. also because the government alone cannot handle it. How they go about getting these 'tenders' etc. though is another story. In terms of human resources and growing skill sets though, that's where business and government has to work together. The challenge is too big for any one of them to handle it alone.

Re: "Oh, My God, It Is Paul!" [GREE]

yuyudin — Fri, 13 May 2011 00:28:56 -0000

Sad. But thank you for posting Scott. I've stopped following the series news after Jeremy Brett's death. Have you seen the new Sherlock on BBC?

Re: The Importance of Providing the Right Interview Environment

yuyudin — Thu, 12 May 2011 06:24:54 -0000

Thanks Qasim. All very important for both recruiters and managers who conduct interviews.

Re: The Importance of Providing the Right Interview Environment

yuyudin — Thu, 12 May 2011 00:37:05 -0000

Beverley, I couldn't have said it better. While recruiting, these little things go a long way when you're trying to get critical talent into the organization and some times, as managers, I think we forget because we're not used to doing it. This is where we need a big help from HR. On a related post, I'll just share the 12 Best HR Impressions: http://www.employwise.com/h... So folks can go through that, too. Thank you for your post!

Re: Measuring Results in Social Media

yuyudin — Tue, 10 May 2011 03:18:38 -0000

Hey Paul, thanks for taking over the BYFC site. If you need anything, just give me a shout out. Skype works best for me. Yes, Trayce and I have sat through many morning/evening/night meetings putting sites up etc. It's a challenge but BYFC has a special place in my heart. It's the first non-profit I've helped form, look for funding, help with social media strategy etc. I've also done an extensive study on how to get more supporters for NGOs in the digital space. Let's connect soon!

Re: Stay N Alive: Why as a Developer, I Switched to Blogger.com and Why I'm Staying With It

yuyudin — Mon, 09 May 2011 06:12:10 -0000

Blogger was my first love. It'll never be replaced even when I choose to work with Wordpress and battle the challenges of Joomla. Blogger is like a high school sweet heart (come to think of it, I was barely out of high school when I started blogging with it) It has grown a lot after the Google Acquisition, and I really like what they've done with it. It's THE platform for those who just want to put content up there with good social tools. Simple.

Posterous has a long long way to go. It's a quick and dirty, "wham bam thank you ma'am" platform for producing short content
on the go.

Re: Why Facebook’s New Photo Viewer is a Big Deal for Marketers

yuyudin — Thu, 24 Feb 2011 01:04:17 -0000

So far the new FB photo interface has a lot of bugs and it's been frustrating to post our puppy photos. But I LOVE the new FB pages profile with the photos. It's a great opportunity to use images as part of your branding and messaging. :-)

Re: Organizations 2.0 and HR: Innovation and HR

yuyudin — Tue, 22 Feb 2011 02:48:02 -0000

Read: Organizational Communication: Balancing Creativity and Constraint .
It's not just the leadership team, middle managers need to be trained to allow staff to explore things, too. It has to be part of the organization's culture. I've been to too many organizations that look like great ones on the outside, but on the inside, nothing really moves, and people can't innovate because of the way it's been set up and it's really sad when "bad things happen to great organizations".

Re: The Best Way to Play Office Politics

yuyudin — Wed, 09 Feb 2011 07:40:53 -0000

What Kent Lineback said about "you're having a meeting before a meeting and have decided the outcome of the meeting before hand" reminded me of UN Security Council meetings. Isn't that what western powers do before they go in and pass a resolution?

Re: Why expats find New Year's resolutions harder to keep

yuyudin — Wed, 12 Jan 2011 04:44:25 -0000

I was a diplomat brat, now an expat. I never kept any New Year Resolutions - they don't make sense. You can't go on a no-carb diet living in countries like India, people will think you're insane. What you can do is moderate your intakes, don't drink a lot, reduce smoking, walk around or exercise a little more than you used to (Harder for those who are married to your computers, but you can always listen to podcasts on your mobile right?)